Sales Engineers. CS Leaders. Implementation Consultants. Placed right.
Permanent and contract recruitment for the roles that drive revenue in AI-powered SaaS. HR Tech, Fintech, and GRC verticals. Contingent, retained, and contract options.
Book a 20-Minute Hiring CallSALES ENGINEERS
The role that closes complex deals.
A Sales Engineer in AI-powered SaaS runs demos, builds proof of concepts, handles technical objections, and translates product capability into commercial outcomes. In AI products, they also evaluate model performance, scope integration architecture, and navigate conversations where the buyer's team includes ML engineers. Zionic places mid-level to principal SEs into Series B+ companies, with shortlists delivered within 14 days.
Sales Engineers sit at the intersection of product and revenue. They run demos, build proof of concepts, handle technical objections, and translate product capability into commercial outcomes. A weak SE costs you pipeline. A strong one closes deals your AEs cannot win alone.
What good looks like
Deep technical fluency paired with commercial instinct. The ability to read a room, adjust the demo on the fly, and map product features to a prospect's specific pain. Strong SEs do not just answer questions. They reframe the conversation.
What we look for
CUSTOMER SUCCESS
The role that keeps revenue growing after the deal closes.
Customer Success Managers in AI-powered SaaS own the post-sale relationship: onboarding, adoption, expansion, and renewal. Strong CSMs are the reason net revenue retention stays above 100 percent. In AI-powered products, they also manage expectation gaps between model capability and customer assumptions, drive adoption through education, and feed product teams the signal that improves model accuracy. Zionic places CSMs and Heads of CS into Series B+ companies.
Customer Success Managers own the post-sale relationship. Onboarding, adoption, expansion, renewal. In AI-powered SaaS, NRR is the metric that separates compounding businesses from leaky ones. Strong CSMs are the reason NRR stays above 100%.
What good looks like
Commercially aware relationship builders who can run a book of business, spot churn signals early, and drive expansion without feeling like a sales call. They understand the product well enough to guide customers through it, and the business well enough to know when to escalate.
What we look for
HEADS OF CS
Strategic hires for scaling companies.
Heads of Customer Success build the function from the ground up. Playbooks, health scoring frameworks, team hiring plans, exec-level reporting. These are the hires that turn a reactive support team into a proactive revenue engine.
What good looks like
Someone who has built and scaled a CS team before, ideally in a similar-stage company. Strategic thinkers who can present to the board and still jump on a renewal call when needed. They hire well, coach well, and know when to let the team run.
RETAINED SEARCH
For senior roles that cannot afford a miss.
Retained engagements get priority resourcing, dedicated research time, and a structured process built around your timeline. For VP-level CS hires, senior SE team leads, or any role where the cost of a bad hire is measured in quarters, not weeks.
How retained works
CONTRACT & INTERIM
The roles that get your customers live.
Zionic places pre-vetted SaaS delivery specialists on contract. Implementation Consultants, Customer Success Managers, Solutions Consultants, Onboarding Specialists, and Interim Heads of Delivery. Starting within 5 business days, fully compliant, weekly invoicing. 830 contract implementation roles were listed on SEEK in May 2026 — the qualified candidates are in short supply.
Your sales team closed the deals. Your implementation queue is backed up. Every week without an IC is signed revenue sitting in a queue and churn risk building before your product is even activated.
What we place on contract
How contract works
What we look for
ENGAGEMENT MODELS
Three ways to work with Zionic
Every engagement includes direct access to the founder. No account managers. No handoffs.
Contingent
Start the Search
No upfront commitment. Move fast on individual contributor hires with a pre-qualified shortlist delivered in 1–3 weeks.
- Detailed hiring brief and role scoping
- Proactive targeted candidate outreach
- Pre-qualified, scored shortlist
- 1–3 week introduction window
- Fee on start date
- 90-day replacement guarantee
- Comp and market benchmarking
Priority: Speed and flexibility.
No upfront fee. Pay on placement.
Retained Search
A Committed Partnership
Dedicated focus with milestone-based delivery. The right model for mid-to-senior GTM hires where a mis-hire is costly and momentum matters.
10% discount on retained search
- Priority and exclusive access
- Dedicated search lead
- Full candidate market map
- Weekly progress reporting
- Offer negotiation support
- 120-day replacement guarantee
- Volume discount available
Priority: Quality and speed.
25% upfront · balance on placement.
Contract Placement
SaaS Delivery Specialists
Pre-vetted Implementation Consultants, CSMs, and Solutions Consultants. Starting within 5 business days, fully compliant.
- Shortlist within 5 business days
- Pre-vetted: references, police check, RTW
- Workers comp, PL $20M, PI $5M
- Weekly invoicing, 7-day terms
- 5-day quality guarantee
- Contract-to-perm pathway available
- PAYG or PTY LTD structures
Priority: Speed and compliance.
No placement fee. Day rate only.
Fees are negotiated based on search complexity, seniority, and volume. Get in touch to discuss your requirements.
FEE STRUCTURE
What will this cost?
Permanent placement fees are based on base salary. Contract rates are daily, confirmed per engagement.
Contingent20–25% of base
A$32,000 – A$40,000
Pay on placement. 90-day guarantee.
Retained20–25% of base
A$40,000 – A$48,000
Committed search. Priority sourcing.
Estimate only. Exact terms are agreed before any search or assignment begins.
EXPLORE
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Ready to fill a role?
Tell me the role, stage, and what success looks like in 90 days. I will be straight with you about whether I can help.